Cochlear rejects English discrimination claim
Media Statement from Chris Roberts, CEO Cochlear
"In 2006 almost all of Cochlear's production workers indicated that they wanted English as the preferred language in the workplace. Cochlear manufacturing staff is made up of over 30 nationalities. In the light of this, the employees themselves suggested in the best interests of teamwork and workplace etiquette, that English be the language in which they conversed in the workplace.
"At no time has Cochlear management 'ordered' people to speak English.
"At no time has any employee been threatened with loss of pay for not speaking English.
"Employees still speak their native language in the lunch room but what we have done is remind our employees, after requests by other workers, that English be spoken in the manufacturing workplace for safety reasons and to promote teamwork.
"Under the new classification matrix which can give employees an extra 5% pay rise on top of their annual increase, teamwork is one of eight criteria for moving up a level and speaking English in the workplace is part of this teamwork. Critically for us this is the key to a safe and harmonious workplace, one which our very own workers have requested.
"In the interests of supporting our workers in their efforts to uphold this practice, Cochlear sponsored 200 of them to attend the North Sydney TAFE's Workplace English Language and Literacy course. We also have an agreement with the TAFE to run a further round of these courses for our employees.
"Unfortunately this is a classic case of a union led smear campaign on the back of a disagreement we had with them some months ago about putting our workers onto individual contracts. These contracts are the self-same contracts that most of the Cochlear workforce are on globally and had absolutely nothing to do with Workchoices or AWAs. However, the union has tried to politicise this decision by linking it to Workchoices.
"We need to remember that Cochlear production workers are paid 40% above the award rate and staff turnover is less than 5% per annum with a waiting list, many of whom are family or friends of current employees, hardly the signs of a discriminatory workplace.
"The new indvidual contracts have not only maintained the substantive conditions of the previous collective agreement but include additional benefits such as:
- A 4% salary increase which was backdated to July with a further 4% guaranteed for July 2008
- A new classification matrix which is already witnessing employees who qualify earn up to a further 5% on their annual salaries, backdated to 1 August 2007
- An additional two days personal circumstance/carer leave.
"In addition, each employee has received $1000 in shares for the past eight years.
"Importantly, under the Australian workplace relations system, individual agreements do not prevent employees from collectively organizing nor does it prevent them from being members of the union. Cochlear has and will continue to respect and uphold this with all its workers.
"Cochlear is an innovative, world leading company and our workplaces need to reflect this."
[ends]
Media Contact: Chris Roberts
CEO Cochlear
02 9428 6360
Cochlear CEO, Chris Roberts will be available for media comment:
Date and time: 1pm - Today, 31st October 2007
Venue: Outside Convention Center, Darling Drive, Darling Harbour
(Entrance to Bayside Grand Hall)
Inquiries: Carla Liuzzo, Parker & Partners, 0422 924 077